Rewarding Performance We believe in rewarding performance and our package of benefits is generally ahead of the market. Our reward package is based on four elements: base salary, incentives / bonus, benefits and other discounts and applies in different, but consistent, ways across our workforce.
In front line operations our people receive either hourly pay or weekly salary. On top of this, they receive ad-hoc incentives for business-linked performance - like profit, customer satisfaction, mystery diner scores etc - things directly linked to things which they can influence. This may be cash for individuals, money for teams, where the teams decide how to spend it or it may be retail vouchers.
In our management roles, we work on a market driven base pay but do pay above the market for key roles or to attract outstanding candidates Our cash rewards are designed to create packages in the top quarter of the market. We pay a bonus which is calculated on a measure of key financial, guest and people measures and is split between business performance and individual performance. These are coupled with generous benefits packages and truly unique discounts which are driven by what our people really want and reflect the needs of these people as individuals.
Our senior packages involve base pay plus an equity based incentive scheme, which can be taken as cash or shares or any combination and which can be flexed as necessary to reflect changing life situations. We benchmark our activities as far as possible and for professionals use formal benchmarking processes. Team-member salaries are based on industry relevant benchmarking systems - for example Hotel Employer Group, Retail and Catering Measure Group Pay Survey etc.
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At Whitbread we are proud of who we are. We believe in three principles that guide our actions and behaviours. It's the way we do things and we call it The Whitbread Way!
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